Compensation Analyst Resume Samples

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Compensation Analysts ensure that employees' salaries are both competitive and reasonable throughout the company. Skills relevant to this position and found on sample resumes include analyzing income statements and balance sheets to ensure that the financial data is accurate; assessing existing incumbent data to classify jobs based on their position type, title, level of responsibility, geological scope, and number of employees supervised; and summarizing and offering possible alterations to an organization's compensation structure. Applicants usually need to show a bachelor's degree and previous compensation-related experience on their resumes to be considered for this position.

For more information on what it takes to be a Compensation Analyst, check out our complete Compensation Analyst Job Description.

1

Human Resources Compensation Analyst

Implemented an Exception Review Process that resulted in over $1 million annual savings for the company.

  • Oversaw administration of diverse and complex Variable Incentive Compensation Plans for Operation Channels.
  • Acted as a liaison with Finance, Human Resources and Channel Management in handling compensation issues.
  • Tracked over $10 million dollars in annual incentive expenses, monitored and resolved any variances to budget.
  • Developed an annual budget model for VIC expenses that ensured accurate forecasting and planning.
Candidate Info
15
years in
workforce
5
years
at this job
Business Administration
2

Workman's Compensation Analyst

Collaborated with operations to investigate and prevent workplace accidents; targeting high risk job duties, based on injury analysis and statistical reports. Created and implemented procedural changes to ensure the safety of the employees, such as job rotation, equipment requirements, and updated training based on injury analysis, which led to a reduction in workplace injuries by 18%.

  • Compiled and ranked large quantities of injury data to prioritize hazard mitigation efforts.
  • Developed a data ranking system to interpret hazards and their severity.
  • Project lead for initial job hazard analysis program that focuses on identifying and mitigating industrial/job hazards by providing recommendations through the use of improved tools, equipment, or design with the purpose of improving employee behaviors and application of body motion techniques.
  • Provided input to business segment and design partners to reduce occupational safety risks based on in depth job analysis.
  • Built partnerships within multiple lines of businesses across domestic and international segments.
  • Initiated and maintained employee safety programs that engaged employees from all lines of operations.
Candidate Info
12
years in
workforce
2
years
at this job
BA
Mathematics
3

Compensation Analyst

Developed Broad Banding system for about 20,000 Terex positions with Compensation employees as well as executed training and preparation of communications.

  • Performed job analysis, including evaluation, internal comparison and external survey.
  • Participated in multiple salary surveys throughout the year ranging from Executive, MM&P and International surveys. Analyzed results to determine the competitiveness of the company's compensation package.
  • Performed analysis of outstanding, exercisable Long Term Incentive awards as needed.
  • Conducted bi-weekly audits of about 5,000 positions to ensure accurateness of internal bands.
  • Prepared, managed and tracked Compensation and Benefits department budget costs. Monitored budget variances monthly and initiated budgetary control actions as appropriate.
  • Handled the expatriate program function through preparation of assignment letters, maintenance of partner related programs/web site functionality, and ongoing follow up of expatriate related programs.
Candidate Info
12
years in
workforce
9
years
at this job
BA
Economics
MA
Master of Arts
4

Compensation Analyst Intern

Own and create three monthly reports monitoring budget and salary spending, using Microsoft Excel, Access, and PeopleSoft queries to share with Human Capital, senior management and executive leadership

  • Coordinate cross-functionally with Human Capital and Payroll Services to evaluate and administer proposed salary increases and promotions, ensuring adherence to a market-competitive philosophy
  • Prepare an Optum quarterly scorecard of rolling compensation data for executive leadership's review
  • Compile and organize market information received from over 10 survey companies, and subsequently refresh internal data used for review of employee-level compensation decisions
  • Created annual reviews of company-wide compensation efforts within eight job families, focusing on variance to external market data; presented to senior management
  • Researched external non-monetary incentives to attract high potential technology employees
  • Performed cost/benefit analysis of mapping newly acquired companies onto internal organizational structure
Candidate Info
3
years in
workforce
2
years
at this job
BA
Industrial / Organizational Psychology
MA
Human Resources & Industrial Relations
5

Global Compensation Analyst

Assisted in project-managing the multi-year HR Transformation Project and partnered with external consultants to design a new compensation system and process.

  • Supported the transformation implementation, communication, training and change management plan.
  • Led the compilation of a global inventory of bonus plans which led to the migration of 22 bonus plans spanning 8,000 employees and $15M in spend to be administered and tracked in new compensation system.
  • Conducted various scenarios of compensation analytics and modeling to assist Business Partners in making informed compensation decisions for assigned client groups.
  • Created pay offers (base, bonus & equity) for new hires, internal promotions and lateral moves.
  • Participated in compensation consulting activities: Job Evaluations, Compensation Studies and Job Classification (exempt/non-exempt) for assigned client groups.
  • Administered all aspects of the annual Year End compensation process and administration of merit, bonus & equity payout for employees within assigned client groups.
Candidate Info
12
years in
workforce
2
years
at this job
C
Human Resources Management
BS
Business
6

Compensation Analyst

Responsible for the timely and accurate payment of commissions/bonuses for all lines of business (License, Consulting, Support, Education) in accordance with accepted sales compensation plans, terms and conditions, standard business practices and internal controls.

  • Analyzed and reconciled sales credits and commissions for 200+ reps on a monthly basis
  • Researched and resolved all commission/bonus payments related inquiries from all levels of the business
  • Calculated, verified and submitted payment details to payroll under a strict timeline
  • Reviewed, processed, and approved all compensation adjustments.
  • Collaborated with key stakeholders to define best practices and work towards the implementation of new policies and practices
Candidate Info
11
years in
workforce
2
years
at this job
BS
Business Administration
7

Compensation Analyst

[company name]. (NASDAQ: ADPI) owns and manages dental practices and dental laboratories markets throughout the United States. ADPI has an employee base of 4000.)

  • Designed and delivered compensation system from scratch for an employee base of 4000. Acted as liaison between senior management, Organizational Development, Benefits and Payroll.
  • Built a compensation benchmark, conducted job evaluations, job matching, gathering data. Guided Directors and Managers with compensation issues and decision making.
  • Built a reporting system to track increase in Merit pay, Equity adjustments, Promotional increases and Salary decreases.
  • Initiated performance review project, to bring 4000 employees from year-round reviews to 3 common dates.
  • Tracked best practices. Designed and implemented policy and procedures after getting buy-in from senior management.
Candidate Info
8
years in
workforce
3
years
at this job
MBA
Finance
MBA
Resources + Marketing
8

Compensation Analyst

Assisted in the development, implementation, and administration of compensation and equitable compensation programs and policies.

  • Conducted internal survey and participated in third-party surveys. Reviewed and conducted analyses of survey results to determine the competitiveness of GSUSA's salary programs and structures.
  • Developed, revised and maintained job descriptions.
  • Participated in the evaluation of new jobs and internal promotions or reclassification of exempt and nonexempt positions. Recommended appropriate salary grades.
  • Maintained accurate compensation records to generate monthly ad hoc reports from HRIS system.
  • Worked in conjunction with the HRIS staff to ensure the maintenance of the HRIS system used to store and retrieve employee and job data.
  • Coordinated day to day benefits administration as needed.
Candidate Info
2
years in
workforce
2
years
at this job
BA
Information Systems Management
9

Senior Compensation Analyst - Human Resources

Primary compensation contact for business unit comprised of 15,000 sales and marketing professionals reporting to 4 presidents across the US.

  • Project leader for communicating and educating HR and client groups on new salary structure for 7,000 non-sales exempt employees in 1998.
  • Participated in development of and administration a $12M bonus plan for exempt, non-incented employees.
  • Created and updated generic job descriptions
  • Managed an internet-based tool designed for common merit reviews for both salary and stock planning purposes for a client base of 6,000 employees.
Candidate Info
9
years in
workforce
5
years
at this job
C
Business Administration
10

Compensation Analyst

Analyzed market salaries and internal equity, resulting in two annual salary increases implemented and delivered

  • Reviewed and validated job matching vs. survey benchmarks in partnership with Haygroup and Mercer
  • Performed job analysis and developed job descriptions (HAY methodology) Covering 40 job positions. 100% job
  • Administered compensation plan development by promotions, adjustments, variable bonus
  • Assessment on compensation policies to other departments
Candidate Info
4
years in
workforce
4
years
at this job
BA
Human Resources
MA
Informatics

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